Interviewing for a job is already stressful in itself. You do some research and prepare to talk about your skills and experience to effectively market yourself to your prospective employer, but when it comes time for the interview you might still be faced with unexpected curveballs.

Employees may require accommodation at work due to certain needs or protected grounds under the BC Human Rights Code, and employers have a duty to accommodate. However, misconceptions about workplace accommodations often stop people from getting the help they need. Addressing these myths can make it easier to understand your rights and responsibilities in Vancouver.

Employees in British Columbia are protected against discrimination. For those employed by organizations falling within federal labour jurisdiction, the Canadian Human Rights Act prevents discrimination or harassment based on race, age, sex, religion, sexual orientation or other protected grounds.

When British Columbia employers conduct job interviews, they must take care to avoid discriminatory inquiries. Broadly speaking, employers may not ask prospective employees questions about any of protected grounds under the BC Human Rights Code.

Many workers' fear of losing their jobs may prevent them from filing human rights complaints at the BC Human Rights Tribunal against their employers when they encounter discrimination contrary to the protected grounds established under the BC Human Rights Code (the "Code").

A 40-year-old marble mason in Vancouver suffered a work-related shoulder injury in 2015 for which WorkSafeBC granted him an award of permanent partial disability. Because his employer had no modified duties for him, he applied for assistance from the WorkSafeBC's vocational rehabilitation services department, which assists in finding alternative employment to accommodate the disabilities of such workers.